In this article, I will discuss the internal environmental factors of influence human resource management (HRM) and how they affect the organization. The first internal factor is the organization’s goals. The second internal factor is the organization’s culture. The third internal factor is the organization’s structure or formal systems. The fourth internal factor is the technology and information systems. Also, the recruitment process and job analysis or description are very important in making sure that the right people are hired for the right jobs.
human resource management & the organization’s goals
One of the most critical aspects of human resource management is the organization’s goals. The goals are often tied to the environment in which a business operates. For example, if a company is located in a rural area with natural resources and few people, their goals may be focused on sustainability and growth. On the other hand, if they are in an area with many people and limited natural resources, their focus will likely be on efficiency and cost reduction.
The second internal factor is the organization’s culture.
The second internal factor of human resource management is the organization’s culture. Culture is the collective beliefs and values of an organization that shape how people behave in it, and it can be both a strength and a weakness for an organization. For example, if your employees have been rewarded for being innovative and creative in the past, you might be able to motivate them with new ideas or approaches to solving problems by encouraging them to come up with suggestions independently without having to request permission first. But if your company has always had strict procedures that must be followed before any changes are implemented (even if those procedures don’t work very well), then trying something new may not go over well with some employees who feel threatened by change or don’t want their authority undermined by others’ ideas.
The third internal factor is the organization’s structure or formal systems
The organization’s structure can have a big impact on human resource management. In some companies, the structure is very rigid and inflexible, while in others it’s more flexible and adaptable. The structure of an organization can be either centralized or decentralized—a centralized structure means that all decisions are made at the top of the company, while in a decentralized structure, decision-making power is spread throughout the organization.
The type of structure an organization has will have a big impact on how it manages its employees. For example, if an organization has a centralization strategy, then it will tend to use more formalized approaches to HR management such as performance appraisals and compensation plans; however if it has a decentralized strategy then it will tend to use more informalized approaches such as job sharing and flexible working hours.
The fourth internal factor is the organization’s technology and information systems.
Technology and information systems are often a key factor in how an organization operates. As technology advances, our ways of working change, as do our methods for human resource management.
One example of this is remote work. This has become increasingly common in recent years as more businesses have adopted virtual teams, where employees work from different locations across the country (or world). These teams rely heavily on technology to communicate and collaborate efficiently, which can lead to increased productivity. However, it also presents some challenges for managers who must manage employees that never physically meet face-to-face throughout their careers.
Another example of this is social media usage by employees within an organization. This can be both a blessing and a curse for managers depending on how it’s used: if social media usage is encouraged as part of your business strategy then it can be an asset; however if it’s not monitored closely then it could be detrimental to your business reputation and productivity levels.
Importance of Recruitment Process and Job Analysis for Hiring Right Candidates
The recruitment process is a vital part of human resource management. You need to be able to identify and attract the right talent, which will help you achieve your goals. A good recruitment strategy considers several factors, including:
- Who are we looking for? – What skills, knowledge and experience do they need?
- Where should we look for candidates? – Do we advertise our vacancy through an agency or directly through social media channels such as LinkedIn or Facebook; maybe both?
- How do we present ourselves to potential candidates so that they want to work with us rather than just getting another job offer from one of our competitors who has more money than sense when it comes down to paying what someone’s worth (which isn’t much these days)?
Conclusion
It is clear that the environment has a significant impact on the way human resource management is conducted in an organization. This can be seen in the differences between private sector and public sector HR practices, as well as between large and small organizations. These external forces must be considered when making decisions about what types of programs to use and how they should be implemented.
